Managing Change
4 January 2011
Read by 1954 persons
Our environment is constantly changing, and we must adapt to survive. Our businesses must therefore evolve quickly and constantly to remain competitive.
Putting People First
Whether our companies are expanding, restructuring, or reorganizing, the human factor will be affected. Whether they adopt new information technologies or establish strategic plans, the human factor will be affected. Whatever changes occur in the company, no implementation can be successful without the support of its employees, because the word "change" in a company is synonymous with "break" with the past and its reassuring habits. A feeling of disorientation and loss of bearings will appear, with all its questions, its fears of making mistakes and not being up to the task. Indeed, human beings are guided by their emotions, sensations, and thoughts, which influence their state of mind and their willingness to work.
What if employees don't cooperate?
It is necessary to emphasize that a change, if poorly managed, will do more harm than good. If the company does not take into account the human factor, employees may not accept the new way of working. As a result, new changes will be added one after the other without the previous ones having been successfully completed.
If a change is to take place in a company, it is to make it evolve in the right direction, to innovate, to allow it to improve; it will not be able to achieve this goal without the help of its employees. This is why their total adherence to the new project will be essential for its optimal implementation and success.
How to manage change with the support of employees
The challenge for managers will be to evolve their methods: no longer imposing changes, but creating a context favorable to the appropriation of these new projects, by involving employees. An internal communication plan for the company, or only for the department concerned, will then be defined. This communication device will aim to raise employees' awareness of the need for change and will attempt to get them to think for themselves to find solutions and the best way to implement them.
The strong participation and involvement of employees throughout the change process are essential for the success of the project. This explains the current trend in recruitment. Indeed, recruiters tend to mainly target the potential and adaptability of the candidate.
ReKrute.com Editorial Team
Posted January 4, 2011
Putting People First
Whether our companies are expanding, restructuring, or reorganizing, the human factor will be affected. Whether they adopt new information technologies or establish strategic plans, the human factor will be affected. Whatever changes occur in the company, no implementation can be successful without the support of its employees, because the word "change" in a company is synonymous with "break" with the past and its reassuring habits. A feeling of disorientation and loss of bearings will appear, with all its questions, its fears of making mistakes and not being up to the task. Indeed, human beings are guided by their emotions, sensations, and thoughts, which influence their state of mind and their willingness to work.
What if employees don't cooperate?
It is necessary to emphasize that a change, if poorly managed, will do more harm than good. If the company does not take into account the human factor, employees may not accept the new way of working. As a result, new changes will be added one after the other without the previous ones having been successfully completed.
If a change is to take place in a company, it is to make it evolve in the right direction, to innovate, to allow it to improve; it will not be able to achieve this goal without the help of its employees. This is why their total adherence to the new project will be essential for its optimal implementation and success.
How to manage change with the support of employees
The challenge for managers will be to evolve their methods: no longer imposing changes, but creating a context favorable to the appropriation of these new projects, by involving employees. An internal communication plan for the company, or only for the department concerned, will then be defined. This communication device will aim to raise employees' awareness of the need for change and will attempt to get them to think for themselves to find solutions and the best way to implement them.
The strong participation and involvement of employees throughout the change process are essential for the success of the project. This explains the current trend in recruitment. Indeed, recruiters tend to mainly target the potential and adaptability of the candidate.
ReKrute.com Editorial Team
Posted January 4, 2011
